Specialist, Talent Acquisition

At First Quantum, we free the talent of our people by taking a very different approach which is underpinned by a very different, very definite culture – the “First Quantum Way”.

Working with us is not like working anywhere else, which is why we recruit people who will take a bolder, smarter approach to spot opportunities, solve problems and deliver results.

Our culture is all about encouraging you to think independently and to challenge convention to deliver the best result. That’s how we continue to achieve extraordinary things in extraordinary locations.

Job description:

Overall Job Purpose

• The Talent Acquisition Specialist is responsible for sourcing, screening and recommending candidates for positions.
• This person must understand, model and represent the TRI employment value proposition.
• S/he will identify opportunities to build applicant pools, establish trust and partnerships with the managers, identify potential “fit” through effective interviewing and testing, effectively administer the interviewing process, and ensure a positive new hire experience.
• Developing and executing recruitment plans and strategies are primary responsibilities to ensure hiring goals are met with the best possible talent.
• All activities must be in compliance with labour legislation, internal policies and other regulations, as appropriate. 

Specific Job Responsibility and Approximate Time Split

Key Responsibilities

Workforce Planning and Stakeholder Management – 30%

• Implementing the organization’s recruiting strategy by hiring against forecasts and staying on top of organisation developments relating to manpower requirements
• Consult with leaders, hiring managers and human resources team on position descriptions, requisition creation, compensation and sourcing strategies.
• Understand the needs of the aligned function(s) and stakeholders. Successfully execute the talent acquisition strategy. Ensure planning and hiring decisions are
• Continuously informed by relevant labour market data and trends.
• Conduct thorough Position Brief (intake meeting) with hiring manager for each position posted. 
• Coordinate with hiring managers to forecast hiring needs and create a diversity sourcing and recruitment plan as needed.
• Develop, build and maintain relationships with hiring managers and other HR to fill all vacancies in a timely manner.

Candidate Sourcing and Screening – 60%

• Research and recommend new sources for active and passive candidate recruiting.
• Continuously develop networks/partnerships to actively build database/pipeline of

          candidates and the TRI company brand.

• Recruit and perform talent acquisition activities such as resume & phone screens, candidate interviews, recommend final selection of applicants and close qualified candidates.
• Arrange pre-employment testing, background & references screenings. Evaluation and input of our current vendors
• Place and update all job postings in various Medias including internet/intranet sites, colleges, social networks, community boards and staffing partners.
• Represent the company at recruiting events (i.e., college job fairs), providing company/job information and interviewing applicants.
• Communicate with managers and employees regularly to promote TRI referral program and internal opportunities.
• Maintain applicant tracking system, recruiting reports and other staffing administration functions as needed.
• Respond timely to internal and external applicant situations, and applicant requests as required.
• Conduct regular follow-up with managers to determine the effectiveness of recruiting efforts.
• Facilitating the transfers and promotions process
• Performs other duties and responsibilities as assigned.

Recruitment Process Management – 10%

• Recruitment Administration and Systems support
• Utilize recruitment system appropriately and efficiently to ensure consistent, timely and accurate data entry and management.
• Prepare weekly/monthly recruitment reports and track time to fill for all roles
• Review the recruitment and selection processes to identify efficiencies, specifically opportunities to streamline and simplify processes; develop and implement changes to proactively support the overall strategy of reducing time to recruit
• Oversee the enhancement of the Human Resources Management Information System and SharePoint Sites pertinent to recruitment and selection

Job Specific Competencies

• Strong understanding of staffing principles, laws, and procedures and a solid working knowledge of recruitment/employment programs